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XX In Health: State of Women In Healthcare 2013 by @xxinhealth

This report, on the State of Women in Healthcare, examines the issues facing women in healthcare organizations. The report is based on a survey of entrepreneurs and leaders from across the industry.
…

This report, on the State of Women in Healthcare, examines the issues facing women in healthcare organizations. The report is based on a survey of entrepreneurs and leaders from across the industry. The findings span what women want from their companies and careers to the role of mentors and sponsors. The report was prepared by XX in Health, an initiative of Rock Health. Purchase the report here: https://gumroad.com/l/jRYm

Transcript

1.
the state of
WOMENIN HEALTHCARE
2013
A R E P O R T B Y

2.
ABOUT this
REPORT
XX in Health supports thought leadership by conducting research and analysis of
the landscape for women's leadership potential in healthcare. XX in Health is
looking to gain a deeper understanding of the challenges and opportunities women
encounter in the face of career and personal goals.
This report sources data from XX in Health’s database and a survey administered to women
across the healthcare sector, including entrepreneurs, investors, executives, and physicians.
REPORT PRODUCED BY WITH HELP FROM
ANA MANZUR-ALLAN
@amanzurallan
HALLE TECCO
@halletecco
XX in Health connects and empowers female visionaries to drive change in health care. As a
premier network of women entrepreneurs and executives across the health care ecosystem,
we host curated events, foster online engagement and support thought leadership.
XX in Health is powered by Rock Health, a 501c(3) non-proﬁt that supports entrepreneurship
at the intersection of health and technology.
Learn more at:
xxinhealth.org
ALEXANDRA MINNIS
LINDA LI
MALAY GANDHI
TAWAN UDTAMADILOK

10.
of CEOs of Fortune 500 healthcare
companies are women
0%
Source: Catalyst Research (2013) based on 2013 Fortune 500 companies
YET REMAIN
UNDERREPRESENTED
AS LEADERS:
NOT TITANS OF INDUSTRY

11.
Source: Gender in Management: An International Journal (2012)
A woman’s odds of
being promoted to
senior management
in healthcare?
52%
LOWER THAN A MAN’S
even after controlling
for age, experience,
education, and training

12.
Permanent leadership
positions within
academic medicine and
science as of 2011?
NONE
in which the proportion
of women was greater
than that of men
Source: AAMC, (2012) “Women in U.S. Academic Medicine and Science: Statistics and Benchmarking Report 2011-2012”

13.
Conclusion from study of
7,000 leaders from high-
performing companies?
WOMEN ARE RATED AS
BETTER LEADERS
as rated by peers,
bosses, direct reports,
and other associates
Source: Folkman J, Zenger J, (2011) “A Study in Leadership: Women Do it Better than Men”

15.
HOW CAN WE
HELP WOMEN
REACH THEIR
POTENTIAL?
We asked over one hundred women about
their experiences working in healthcare.
The results surprised us.
A R E P O R T B Y

16.
0%
100%
Women citing an
ability to make a
difference in their
area of work as
important
Women satisﬁed
with their ability to
actually do so
UNMET NEED
29%
of women are not satisﬁed with their
ability to make an impact at work
WOMEN WANT TO MAKE A
DIFFERENCE IN
HEALTHCARE
71%

17.
WOMEN ARE MOST
DISSATISFIED WITH PAY
AND ADVANCEMENT
TOP FIVE THINGS WOMEN FIND MOST DISSATISFYING ABOUT THEIR
PLACES OF WORK
1
2
3
4
5
Opportunities to advance career
Financial rewards and beneﬁts
Active support from leadership on the advancement of women
Navigating workplace structure and bureaucracy
Balancing work and life

19.
WHERE SUPPORT EXISTS,
IT’S MET WITH
SKEPTICISM
I want to see
companies measure
the impact of the
programs that they
have and the level of
participation.”
“
They seem to
be more about
checking the
box than
providing
impactful
support.”
None of the above are
formalized programs, but
all happen in pockets.”
“
“

20.
WOMEN SEEK OPPORTUNITIES
TO NETWORK, DEVELOP AND
BE MENTORED
TOP THREE ACTIVITIES WOMEN WANT TO ENGAGE IN TO
SUPPORT THEIR CAREERS
Professional
networking
events
Enhancing
industry
knowledge
Mentoring
87%
74%
70%
(% OF WOMEN)

21.
THERE IS STILL A GAP IN
PROVIDING DEVELOPMENT
OPPORTUNITIES
0%
100% 53%
Of the women who
ﬁnd education
important, those who
are satisﬁed with the
available
opportunities
GAP
40%
of women who ﬁnd education important aren’t
satisﬁed with the opportunities available at work
88%
Women who
believe education
and professional
development
opportunities are
needed at work

22.
10%
19%24%
32%
16%
Informal education
outside the workplace
(e.g. Skillshare)
MOST WOMEN PURSUE
THESE OPPORTUNITIES
ANYWHERE THEY CAN
IN THE PAST SIX MONTHS, WHAT EDUCATION AND TRAINING
HAVE YOU UNDERTAKEN TO SUPPORT YOUR CAREER?
Working for / advising a
startup part-time
None
Formal
education
Formal professional
development and
training
PURSUE EDUCATIONAL
OPPORTUNITIES
84%
24%
32%

23.
MENTOR
someone who informally offers advice, support
and guidance to a mentee as needed and/or
requested
SPONSOR
a more senior colleague who actively advocated
for you in the workplace, connecting you to
important players, assignments, and promotionsNO sponso
WOMEN NEED MORE
MENTORS AND
SPONSORS, PERIOD
63%
LACK A MENTOR
73%
LACK A SPONSOR

24.
I get a lot of support in my workplace, but my
mentors and sponsors don't always know how
to help me take that next step, especially as I
have an unconventional career path.
I feel like I could use some strategic
coaching from women ahead of me on how
to make my next move.”
ON MENTORS...
“

25.
9%
16%
23%
25%
27%
39%
FOR WHAT REASON DID YOU LEAVE YOUR PREVIOUS JOB?
CULTURE DRIVES WOMEN
OUT OF COMPANIES
CAREER CHANGE
STARTED MY OWN COMPANY
COMPANY CULTURE
LACK OF MANAGERIAL SUPPORT
SALARY
FAMILY OBLIGATIONS controllable by the company
(% OF WOMEN)

26.
I'm honestly quite shocked and surprised at
the level of candidness that some senior
leaders have shared with me about their
viewpoint on women's roles at the company
and what one can and cannot do...
It's very disappointing and I know many
talented women who have left because of
this culture.”
ON CULTURE...
“

28.
PROMOTING MORE
FEMALE LEADERSHIP IN
HEALTHCARE
WAYS YOU CAN HELP ADVANCE WHERE WOMEN ARE TODAY
Create a company culture that nurtures and supports women
Support reversals of traditional domestic roles
Encourage mentor and sponsor opportunities
Support initiatives for women
Showcase women’s successes and provide them with rich opportunities for development.
Offer paid parental leave for fathers, too.
Offer and reward relationship building with peers at every level.
Offer and encourage connections with other female leaders at women-focused organizations.

29.
WORDS OF WISDOM
Being conﬁdent and
believing in your own
self-worth is necessary to
achieving your potential.”
“
You are in charge
of your career!
Invest the time to
invest in yourself.”
Cold call someone you admire that
has done something transformative
in the industry and ask them to
serve as a mentor.”
“
“
SUE SIEGEL
SHERYL SANDBERG
DR. BRIDGET DUFFY

30.
In the future there will be
no female leaders. There
will just be leaders.”“SHERYL SANDBERG